A no-nonsense newsletter for busy leaders who are done with overwork and ready to scale smarter. Join a community of 15K+ leaders and followers across platforms getting concise, actionable insights on leadership, team building, and how to use AI and hybrid intelligence to make work easier—so you can earn more, go home earlier, and lead with purpose without burning out.
Will you co-create with me?
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Hi there! I heard this phrase recently - “People support what they help create”. But it’s only part of the story. When people co-create, they don’t just support—they elevate. They build better products, more innovative organizations, and yes, even better books. As part of my writing journey, I’ve had the privilege of interviewing experienced leaders and CEOs. Their insights have been incredibly valuable. Take Hillel Fuld, for instance. He’s a renowned tech expert and startup advisor who believes that while technology can be copied, people and talent cannot. He shared a fascinating story about an investor—the first one in Uber—who met Travis Kalanick, Uber’s CEO. Despite the evident challenges, the investor believed that if anyone could make Uber a success, it’d be Travis. Talent, Hillel argues, is innate. It’s about recognizing it and recruiting people who are not just skilled but truly talented. Read the full interview here In another enlightening conversation, Erik Visser, CEO of Hamlet Protein, shared his thoughts on essential focus areas for a newly appointed CEO. He emphasized the power of questions like, “What would you do if you were the CEO of this company?” and “How can we help you be more effective in your role?” These questions often generate invaluable feedback and help in creating a collaborative environment. Read the full interview here. Speaking of collaboration, I recently wrote an article for Forbes Coaches Council titled The 5 Levels Of Team Trust: Mastering Remote Work Dynamics. In it, I describe the team trust pyramid and how leaders can build trust at various levels. Building trust is crucial, especially in remote teams, and understanding these dynamics can make all the difference. I have to be honest with you, writing about transforming disengaged, alienated teams into high-performing ones is quite a challenge. And I’d love to hear your thoughts. What’s the one thing you would absolutely never want to see in a book on this topic? Just hit reply and share your thoughts. Your feedback could help shape a better, more impactful book. Take care, Daria PS - If you enjoy these updates and want to stay in the loop, follow me on LinkedIn for articles and posts on leadership and team development. |
Meaning Makers
A no-nonsense newsletter for busy leaders who are done with overwork and ready to scale smarter. Join a community of 15K+ leaders and followers across platforms getting concise, actionable insights on leadership, team building, and how to use AI and hybrid intelligence to make work easier—so you can earn more, go home earlier, and lead with purpose without burning out.
Hi Reader! What do you think is the problem every startup has? Ideas, knowledge, and important questions live in people’s heads and are scattered across Slack, meetings, documents, and email. When someone leaves, it goes with them.This week on Built by People Leaders, I talked with Stacey Richey, Global VP of People at Smartcat, about redesigning how the work happens and putting the People team in charge of AI transformation.“Every time somebody left the company… we lost that part of the...
Hi Reader! For years, I didn’t want to say I worked in HR. I’d been running people functions for more than 15 years — Deloitte, a Swedish bank, then telecom, cloud, a startup selling software to governments in emerging markets. And still, when people asked what I did, I hesitated. Say you’re the CFO and no one questions it. Build a product and people respect that it takes a skill set they don’t have. Say you work in HR, and a lot of people hear a soft factor anyone could handle. Part of that...
Hi Reader! Daria’s here. What’s one of the few metrics everyone agrees on? The CEO watches it. The CFO watches it. HR watches it. Turnover. It's important because it tells you something is wrong. Unfortunately, it doesn’t tell you what exactly is broken. So we do the usual fixes: hire faster, pay more, improve onboarding, run another leadership program. Sometimes one of them helps. But what if it doesn’t? Value Pathing In the latest Built by People Leaders episode, I talk with Clark Ingram, a...